- About Us
- Search Jobs
- Technical Services
- What’s Trending
- Contact Us – Locations
Seasonal hiring temporary staff comes with its own unique challenges.
Employers that pay attention to these recruiting tips avoid seasonal hiring headaches and will optimize their busy business season.
You will hear this time and again from experienced hiring managers who have a history of holiday recruiting. It just makes sense to plan seasonal staffing requirements early and conduct the recruitment process well in advance. In other words, plan ahead and hire early.
Seasonal hiring later prevents a business from selecting the best available talent. It especially rules out getting high-skill candidates that have potential for permanent positions.
Some firms in a hiring pinch avoid good HR processes like background checks or drug screens. Big Mistake! They don’t (or think they don’t) have enough time to conduct this screening which should be a key employment element.
Many companies place seasonal hires on the job immediately. They expect the hires will learn on the job. Oops! Mistake! Seasonal hires have neither the time (since they were hired to handle the extra rush) nor the inclination (since they are just short-timers) to learn on the job. Yet, they really need suitable onboarding and training about the company’s products, and operational procedures. So, train your temporary staff in operational aspects and integrate them within the company culture. Without that they are bound to make mistakes, slow down other associates with questions, possibly annoy customers or cost the company time or money.
Some hiring managers wait too long to scout for temporary help. They imagine part-time seasonal staff will be available when they start to hire. Don’t Do That!
Employers who wait too long to begin seasonal hiring or don’t have a plan for how many are needed and for how long generally get overwhelmed around the holidays. They end up with little choice but to meet their staffing requirements with little concern for quality. Just getting bodies to fill their positions. This often results in a negative business impact.
Thus, a busy season and tight labor market will leave firms with too many open jobs and not enough workers. Don’t let this be you.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.
Have you begun to prepare for holiday hiring?
Many businesses have a seasonal spike in the number of workers they need starting right about now. Help Wanted ads are cropping up all over!
Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.
With low unemployment coupled with the ever-increasing growth in e-commerce, how will you prepare for holiday hiring the number of workers you need?
Many well-known firms have long relied on seasonal teams to help manage their busiest time of year. But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.
Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.” They need to differentiate themselves from other employers also seeking seasonal workers.
“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”
So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches. Get creative to see how you might improve your holiday hiring.
Reflect on these tactics for holiday hiring (and keeping) top-notch workers:
Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season. That could simplify your hiring for next year’s busy season.
Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions. Identify possible permanent hires early on. Monitor their performance. At the end of the busy season, decide if they’re qualified for permanent jobs.
Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.
Assume employee turnover. Some of your workforce will not hang in for the entire season. That’s a given! Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.
Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.
Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.
Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help. It avoids the cost of hiring or the risk of getting poor workers.
Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.
Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.
Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.
Offer bus service to help workers get to your site. This will lower absenteeism and tardiness. That will also help to lower the amount of firing and rehiring you need to do.
Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.
Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.
Some retailers will also host after-hours events such as holiday parties for seasonal associates.
It is more important than ever for companies to provide good customer service. They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season. The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.
Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.
Increase focus on service through new training, tools and technology. Training programs will prepare them to better serve customers, especially during this busy season.
Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays. They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.
If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.
So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!
The holiday season will be here sooner than you think. Part of the difficulty for many employers will be the greater seasonal demand puts pressure on you to increase temporary workers. For some businesses, the holiday season is the most demanding time of the year. This makes it essential to have enough quality staff on hand. That way, firms can keep up with the complex work conditions and still close the year out strong.
Temporary staff provides flexibility of additional staff. Rather than stretching your permanent staff to the breaking point, hiring temp workers allows you to have more resources to get the job done during your busiest times.
The holiday season can be hectic and some days will be busier than others. Having temporary staff on hand will give you the ability to focus on higher demands or problems that crop up. If needed, they can substitute for permanent employees who take vacation over the holidays.
Bringing temporary workers on board for the holiday season is more cost-effective than hiring new permanent employees. Seasonal employees provide additional help only when it is needed.
Busy seasons often lead to increased feelings of stress among employees. Having extra workers takes weight off your permanent employees’ shoulders. So that frees up your most senior staff to work on your vital projects. And, it allows you to make better use of your best and brightest to focus on the job. Meanwhile, it keeps morale intact, even on the most hectic days.
Overworked employees result in strain among the workforce. Distributing the workload with additional workers reduces anxiety. That creates a constructive and stronger workplace for the holidays. Thus greater productivity.
Thus, for many employers adding contingent workers is the best solution for the busy holiday season. Flexicrew Staffing works closely with clients to help source, recruit and onboard the best temporary seasonal employees possible. To make sure your business is in a good position this holiday season, contact Flexicrew to begin filling your temporary worker needs today!
Learn More About Flexicrew Seasonal Talent Pipeline Solutions!
If you’re in the market for top seasonal talent, Flexicrew Staffing is your answer. We’re one of the region’s leading staffing firms and we offer high-performing candidates in admin and clerical, engineering and light industrial. Our flexible staffing strategies and ever-expanding database of talent are ready to go whenever your need for talent arises—Flexicrew Staffing has you covered!
So, why are we your number one choice?
Six benefits of working with Flexicrew for your Seasonal Talent Pipeline
Our mission is to provide our customers with the highest quality of blended workforce solutions, while building and maintaining strong working relationships. We do this to fill your seasonal talent pipeline and all year round. We match candidates who are just right for your job description, but also right for your culture. In fact, Inc. 5000 and Inavero Best of Staffing have named us an industry leader for this very reason. Flexicrew Staffing will help you with the following:
Our industry specialties and national talent databases allow us to match you with the right talent for your specific business needs. This includes hard-to-find temp, temp-to-hire and direct hire employees.
Maybe you need just a few employees—or maybe you need more than a few. Our blended workforce solutions include a wide range of staffing strategies because one size definitely does not fit all.
Getting well-matched candidates in place is key to your success. This can help you maintain job satisfaction and productivity among your staff—while avoiding the lost productivity and the costs associated with employee turnover.
Are you ever under-staffed to cover holiday peak periods, vacations, or a short-term project? Whatever your need, our flexible staffing options help you rest easy that your staffing mix is spot-on.
With high-caliber workers comes the ability to impress your customers and exceed their needs. This can help you not only meet customer demands but also expand your book of business and increase profitability.
You can rely on our professional recruiters, services, and systems.
When you’re in search of a staffing partner, you want the best. And our award-winning staffing services are recognized repeatedly by Inavero Best of Staffing.
How can we help you achieve your staffing goals?
Whether just for the holidays, or the start of the year when you have a new budget or a blend of both, check out Flexicrew Staffing. Or maybe you have unconventional peaks around Halloween, or around important sporting events like Final Four or start of NASCAR. We’ll work with you to recommend a staffing mix and timing that fits your needs. If you’re interested in learning more, contact us today!
Holiday-staffing needs are an annual challenge for business. How can you improve the way you handle them?
Try these quick ideas to satisfy holiday-staffing needs:
Request employee assistance with tracking time-off requests. Also, let your employees know you are using this year’s holiday to plan for next year. This not only improves the data you’re gathering, but it also creates buy-in from employees. They become a part of the decision-making process to solve holiday-staffing needs.
Ask for all holiday time-off requests now from permanent employees. The more advance notice and leeway you have for staffing, the better. Again, let employees know why you need this information and how it helps you solve your holiday-staffing needs.
Look at the needs of the busy time or a time when many will be on vacation to see if permanent staff can fill new or different roles. This can sometimes be fun for employees, to get to do something different from their usual work.
If you’re unable to be at the desired staffing level, then identify appropriate ways to avoid disappointing customers. Let them know in advance what to expect.
Many organizations make use of temporary staff during the holiday season. For short-term solutions, perhaps to cover the Thanksgiving weekend or the Christmas and New Year’s weekends. Flexicrew can place skilled and qualified workers in your open shifts. We also can often find a last-minute replacement for a worker who abruptly takes off during the holiday season. We recommend for temporary or seasonal employees that you have a specific and detailed agreement and set of requirements. Include date and time commitments. If you know your busiest time, then require that all seasonal employees be available to work those days.
For those planning ahead with longer-term vacancies, Flexicrew can supply workers for three-months or longer assignments. Filling holiday schedules with seasonal workers offers the added bonus of staffing with workers who want to work the holidays. They may be alone, or in a new community, or just find it satisfying to be with other team members during the holidays.
Many organizations that want to avoid that annual hassle of holiday-staffing needs have turned to Flexicrew to handle all staffing requirements. We offer the advantage of a national search and an industry database of temporary workers.
With this year fresh in mind, give yourself a running start thinking about holiday-staffing needs for next year. But our best suggestion is to take notes now. Then set aside time to plan for 2019 holiday-staffing needs.
The holiday season can be stressful for HR and operations managers alike. With added holiday-staffing needs, consider this a time to deepen relationships with employees and customers by showing you care about meeting their needs … and that you value their consideration in return.
Interested in a meeting with us this fall? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.
Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.
There are many parallels between a workplace quarterback and a gridiron quarterback. Football quarterbacks motivate, and drive their team’s results. In fact, teams often win or lose based on how well their quarterback plays.
In business, your managers are your team quarterbacks. They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.
So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.
Here are the four plays that will land you a franchise workplace quarterback:
It is really important to hire a manager who coincides with a team’s values. Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:
The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.
Also, remember that a manager will eventually hire others into the company. Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.
Flexicrew ranks cultural fit near the top of our recruitment and screening approach. That improves our success and decreases the chance of a poor fit.
First, we require that our clients write a job description that highlights job culture. Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.
We suggest you incorporate employee referrals as part of your search process.
Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.
Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers. They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today. But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?
Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.
Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments. Or individual contributors may be waiting to be promoted to their own workplace quarterback position. Hiring from within has many advantages. In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.
Yes, all these drive immediate productivity without having to study a new playbook.
However, internal recruiting requires caution. You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets. Even though continuing to promote top performers may seem like a natural progression. Yet, we’ve all heard of the Peter Principle. That’s why Flexicrew helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.
Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”. They can be useful for our recruiters to decide if a job-seeker is a good fit.
Also, we ask candidates how they would react to events they could experience on the job. We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.
In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.
Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid”